The affective shift model of work engagement.

  title={The affective shift model of work engagement.},
  author={Ronald Bledow and Antje Schmitt and Michael Frese and Jana K{\"u}hnel},
  journal={The Journal of applied psychology},
  volume={96 6},
On the basis of self-regulation theories, the authors develop an affective shift model of work engagement according to which work engagement emerges from the dynamic interplay of positive and negative affect. The affective shift model posits that negative affect is positively related to work engagement if negative affect is followed by positive affect. The authors applied experience sampling methodology to test the model. Data on affective events, mood, and work engagement was collected twice a… 

Figures and Tables from this paper

Daily work engagement and positive emotions in the workplace: Job crafting as a mediator
  • Dongyang Wang
  • Business, Psychology
    Social Behavior and Personality: an international journal
  • 2022
I combined the broaden-and-build and job demands–resources theories, and examined the effect of employees' daily positive emotions outside the workplace before work on work engagement, and the
Dynamic effects of personal initiative on engagement and exhaustion: The role of mood, autonomy, and support
Researchers have neglected dynamic effects of proactive behavior on occupational well‐being. We investigated effects of change in personal initiative over 6 months on changes in emotional engagement
Daily work events and state work engagement: the mediating role of affect / Eventos diarios y work engagement: el rol mediador del afecto
Abstract According to Affective Events Theory, the emotional elicitation process is initiated by the appraisal of affective events happening to employees. Moreover, the theory states that these
Affective Shifts Outside Work: Effects on Task Performance, Emotional Exhaustion, and Counterproductive Work Behavior
Results indicate that shifts in affect outside work meaningfully impact job performance and work attitudes, and when both positive and negative affect upshift outside work, employees perform their tasks better but also experience increased emotional exhaustion.
The Impact of Work-related Identity Discrepancy of Circle Members on Job Engagement:The Role of Negative Emotions
Circles are a kind of informal organization widely existing in human society. The current research on circles focuses more on the benefits brought by circle identity to members, and less on the loss
Affective influences on within-person changes in work performance as mediated by attentional focus
ABSTRACT A great deal of research has investigated the performance consequences of affective experiences at work, but the mediating mechanisms that explain these consequences remain understudied. In
What if Employees Brought Their Life to Work? The Relation of Life Satisfaction and Work Engagement
Previous research on work engagement has sought to understand the drivers, as well as the consequences, of engaging people at work. The drivers of engagement have been found mainly within the work
Daily fluctuations in work engagement: An overview and current directions.
This article presents an overview of the literature on daily fluctuations in work engagement. Daily work engagement is a state of vigor, dedication, and absorption that is predictive of important
Dynamic relationships between personal resources and work engagement in entrepreneurs
The paper presents a longitudinal study that tests the postulates of social cognitive theory in real-life settings on a sample of entrepreneurs – people who established and managed their firms. This
The buffering role of sportsmanship on the effects of daily negative events
ABSTRACT Affective events theory (AET) argues that everyday negative events are likely to lower both daily work engagement and momentary positive affect. These problems can then persist on subsequent


Antecedents and Consequences of Real-Time Affective Reactions at Work
Based partly on Weiss and Cropanzano's (H. M. Weiss & R. Cropanzano, 1996) Affective Events Theory, hypotheses were stated about likely antecedents and consequences of positive and negative real-time
Work engagement and financial returns: A diary study on the role of job and personal resources
This study investigates how daily fluctuations in job resources (autonomy, coaching, and team climate) are related to employees' levels of personal resources (self-efficacy, self-esteem, and
Experience sampling mood and its correlates at work
The experience sampling method is used to measure variance over time in events, moods, and behaviours in the work setting via palmtop computers in a sample of 41 employees. Theoretical propositions
Weekly work engagement and performance: A study among starting teachers
This study among 54 Dutch teachers tested a model of weekly work engagement. On the basis of theories about the motivational potential of job resources, we predicted that teachers' weekly job
Enriching or Depleting? The Dynamics of Engagement in Work and Family Roles
This study develops a model of engagement in the multiple roles of work and family. I examine two competing arguments about the effects of engaging in multiple roles, depletion and enrichment, and
The Meaning of Employee Engagement
The meaning of employee engagement is ambiguous among both academic researchers and among practitioners who use it in conversations with clients. We show that the term is used at different times to
The role of positive emotions in positive psychology. The broaden-and-build theory of positive emotions.
The theory and findings suggest that the capacity to experience positive emotions may be a fundamental human strength central to the study of human flourishing.
Recovery, work engagement, and proactive behavior: a new look at the interface between nonwork and work.
The data suggest considerable daily fluctuations in behavior and attitudes at work, with evidence that these are related to prior experience and opportunity for recovery in the nonwork domain.
The contagious leader: impact of the leader's mood on the mood of group members, group affective tone, and group processes.
When leaders were in a positive mood, in comparison to anegative mood, individual group members experienced more positive and less negative mood, and groups had a morepositive and a less negative affective tone.